How Much Should We Offer?

By Shawna Armstrong

When I worked for an RPO, we had access to Talent Neuron’s market analysis software.  It was pretty slick, allowing for quick slicing and dicing of geographical market data for specific industries or roles.  We were quickly able to evaluate supply and demand, competition, and average pay scales (among other things).  Opportunities are not always about money, but you’re not likely to attract a quality candidate with a salary offer in the 50th percentile or less.

To post or not to post salary?  It’s among the top things job seekers want to know, so there is good reason to post it.  But there are several reasons companies don’t:

  • Salary stinks
  • Want to maintain negotiation advantage
  • Able to pay high, but don’t want internals making less to know
  • Company needs to fill the position, but isn’t sure what market rates are

And that last bullet is where they come to you and ask, “How much should we offer?”  If you don’t have access to robust paid market data reporting software, here’s a few places you can get salary data for free:

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